The need for staff motivation has been questioned by many scholars, the goal of achieving a realistic utilization of human resource has remained unattainable in some organizations.

However, it has been proposed that the reward that a person receives from his performance directly  affects his job satisfaction.  Jobs are highly specialized and standardized when they are designed according to the principles of scientific management.  This research is concerned with an Assessment of Staff Motivation as Panacea for improved organizational productivity in LASACO ASSURANCE PLC, Lagos.  The data for this study were collected through personal interview, discussion and use of questionnaire from the employees of LASACO ASSURANCE PLC in its head office, Lagos.  Chi-square statistical method was used to test the hypotheses formulated.

The findings revealed that improved staff welfare, provision of adequate materials, training and development will help to improve productivity of employees.

Also, division of labour, good management working relation and fair dealing will also assist in attaining efficient productivity.

Hence, in other to attain a lofty staff motivation as panacea to improve organization productivity it was recommended that the remunerations of workers should be upgraded to make the work attractive and competitive with other organizations that operate in the same sector as LASACO.  Also, the management and all other stake-holders involved in the motivation Schemes of LASACO ASSURANCE PLC workers should keep abreast with the latest research findings so as to apply them to motivate their workers in compliance with international best practice.



1.0     Introduction

1.1     Background of the research work

1.2     Statement of the problem       

1.3     Objective of the study

1.4     Significance of the study

1.5     Research question'

1.6     Research hypothesis     

1.7     Methodology                                                                

1.8     Scope and limitation of the work 

1.9     Outline of the chapter

1.10   Definition of terms


2.0     Introduction

2.1     The meaning of motivation

2.2     Theories of motivation

2.3     Need satisfaction and non-satisfaction

2.4     The significance of understanding human needs

2.5     Job satisfaction

2.6     Pre-requisites to link performance and reward

2.9     Effect of motivation on the productivity of the organization    as well as that of the employee


3.0     Introduction

3.1     Nature of research method

3.2     Research design

3.3     Data sources (Primary and secondary source)

3.4     Population sample/sample design

3.5     Sampling procedure

3.6     Validity and reliability of the instruments

3.7     Method of data presentation and analysis


4.0     Introduction

4.1     Presentation of data

4.2     Data analysis and results

4.3     Analysis of individual questionnaire

4.4     Testing of hypothesis and discussion of results


5.0     Summary of work

5.1     Findings

5.2     Recommendation 

5.3     Conclusion                    





In any organization there are four major factors of production which include man (human resource), machine, raw material and money. Human resources play the vital role of coordinating all other factors of production in order to bring about an increase in output.

Human resource is the process of grouping people into various activities in an organization and systematically coordinating the task of harnessing machines, material and money resources needed to bring about desired output. It is different from organization which is a social entity where individuals interact to achieve a specific goal and relation that, or intends to be rationally co-ordinated, directed and controlled , on a continuous basis through time.

The question therefore is how this difference can be reconciled to bring about an increase in productivity and actualize organizational goals and objectives.

However, the major dilemma of every organization is the successful working of these factors rationally alongside with human happiness. And individual who has ability, skill and knowledge would not do much without what is, called "MOTIVATION". Motivation can be described as the direction and persistence of action.  It is concerned with why people choose a particular course of action in preference to others and why they continue with a chosen action, often over a long period and in the face of difficulties and problems.

Oyedijo (2008) the term motivation is derived from the latin word "Movere" meaning "to move". In the present context motivation represent "those psychological processes that cause the arousal, direction and persistence of voluntary action that are goal directed".

Bankole (2000) notes that motivated workforce is a crucial component of an organization's success. He also defined motivation as "those inner drives that activate or move an - individual to action". In essence, it is what spurs an individual- - towards a desired behaviour.

It is apparent and a fact that every human being has a need or. needs. These needs vary in intensity and preference. The need form the basis for their behaviour at work, at home and at every activity they pursue, that is everything they do is geared toward satisfying one need or the other.  One of the primary responsibilities of management at all level is to assess their. employees performance.

Employee performance evaluation influence their promotion, demotion, transfer and dismissal which are all motivational panacea, the directly or indirectly objective of sound human relation management is to ensure simultaneous satisfaction of human need and at the same time, meeting organizational goals.

With these aforementioned, there is need for the management ` at all levels to have good and cordial human relationship in order to understand employees needs and find solution of meeting these needs.

However, it is obvious that when the hopes and expectation are not met, it will definitely lead to lack of satisfaction of employees on the job or work environment, which will in turn lead to negative behaviour such as high labour turnover, absenteeism and aggregate low productivity in an organization.

Productivity determines how well an operational system function, all organization in respect of the objective must be productive to service.

Considering the topic of this research work which is "Assessment of Staff Motivation as a Panacea for Improved Organizational Productivity, LASACO as a case study", this research work aimed at assessing the dynamics of motivation variable and resultant effects on the productivity of an average staff of LASACO Assurance Plc.


LASACO Assurance Plc was incorporated on 20th December 1979 under the company's decree of 1968 ad obtained license as an insurer on 7th July 1980 and also the company commenced operations on the 1st August 1980.

LASACO became a public limited liability company in 1991, as a composite insurance group, the company transacts all classes of insurance business in Nigeria and is also a leading member of the Nigeria oil and energy insurance pool.

In the year 2007, LASACO embarked on the acquisition of Elmac Insurance Company Limited while at the same time, the, company revived and expanded its real estate subsidiary. The areas of specialization of LASACO include the general insurance, life insurance and properties and investments.

At LASACO, they have built their executive and management teams to reflect well-rounded blend of professional skills, experience and qualification, while emphasizing gender and ­expertise diversity.

In the discharge of their operations (that is, general insurance, life, property and investment assurance operations), the following departments ensure smooth running of the operations.

i.      The technical department

ii.     The administrative department

iii.     The personnel

iv.     The accounting/ financial control

v.      The human resources department to mention but a few.

People strategy is anchored on attracting, talents to the insurance industry and related services. They encourage their staff at every level to be creative, innovative and to excel and support them with the relevant tools and exposure by giving them assignment with increasing responsibilities and challenges early in their careers with the company.

However, it is the policy of the company that there should be no discrimination in considering applications for employment including those from disable person. All person whether or not disabled are given equal opportunities to develop. As at 31 December 2007, the company has one person known to be disabled. As a part of motivating policy, the company gives priority to the health and safety of its employee by ensuring that health and safety procedures are substantially complied with and maintained in its daily operations.

Another major strategy of the management which has contributed tremendously to the success of the company is the scope of responsibility and authority given to their managers in the exercise of their duties. In addition, they organize compact training retraining programmes for their staff with a view to increasing efficiency, productivity and rendering of qualitative and excellent services.


In Nigeria, development has witnessed an increased motivational strategy but the social needs have continued to rise in various organization. In reality, individuals needs differs, the question is, how does an organization provide all these needs according to their intensity and preference?

Limited organizational resources, closely linked to the above is that the resource of the organization are limited. In addition, the resources are being demanded by other segments of the society, investors, suppliers and government.

Managers do take certain decision based on assumption about human nature and on the assumption they base their motivational promises which might be wrong or right.

Inadequate attention by the government and lack of awareness by the management on the need for improved motivational strategies to enhance productivity of an average employee is an organization. Actually, workers social needs are determined by felt need and the availability of the resources to meet the needs. Financial grants in aid or in any other form whether local or foreign can surely make difference in contributing to economic growth but all these cannot deliver the much needed goods without a well activated aid motivated human resources, the nature of man is very complex. It is not easy to talk of human being without their complex natural characteristics and qualities. Therefore, without motivation organization will not last long.


The overall objective of this research work is to identify the impact of motivation on the productivity of employees of LASACO Assurance Plc. Other objective of this research work are also to;

i.      Measure the effect of motivation on the development of workers

ii.     Stress the importance of motivational strategies as a means to enhance productivity of an average employee in an organization

iii.     Determine the contribution of well motivated employee to the productivity of LASACO Assurance Plc

iv.     Measure the degree at which the staff of LASACO Assurance Plc are said to be motivated.


The significance of the study is to measure the effect of motivation on the productivity of LASACO Assurance Plc.

However, this study will assists to determine the level at which workers are motivated for higher productivity in the organization, that is LASACO Assurance Plc. The research work will also serve as a basis for further work.


Research question are those questions that are necessary in line with the hypothesis to be tested.

i.      To what extent does conducive working environment has any impact on employee performance?

ii.     How does job challenges affect employees' performance?

iii.     What is the effect of inadequate remuneration on employee performance?

iv.     How does training and development of workers contributes to organizational productivity?

v.      To what extent do salaries/wages serve as motivating factors on workers performance?


Ho:   Conducive working environment has negative impact on employees performance

HA:   Conducive working environment has positive impact on employees performance.

Ho:   Training and development of workers does not contribute to organizational productivity.

HA:   Training and development of workers contribute to organizational productivity.


In an attempt to conduct the assessment of staff motivation as panacea for improved organizational productivity in LASACO Assurance Plc, a survey would be conducted into LASACO Assurance Plc, by gathering data, through primary and secondary sources of data collection.   The primary sources of data collection include the use of questionnaire and interview of different levels of staff.

Data would be obtained through direct administration of questionnaire and through personal interview of the staff. Also data will be collected and presented in tabular form. The validity of their responses will be tested by chi-square. The questionnaire basically shared among both junior and senior staffs of LASACO.

The secondary method/source of data collection on the other hand includes textbooks, newspaper, magazine, journals andother scholarly articles on the assessment of staff motivation a panacea for improved organizational productivity.


The scope of the study is aimed at covering all branches of the LASACO Assurance Plc. However, inhibiting factors such as time, finance, distance and non-availability of data abound.

The scope covers areas of operations of LASACO such as General insurance, Life insurance, property and investment insurance in Lagos

However, the research will be limited to motivation as it affects the management and staff of LASACO. As a result Human Resource Department located in the Head office at Ikeja, Lagos will assist in providing basic information that will be useful to this research.


Chapter one: This chapter will include introduction of the study, the background, statement of the problem, objective of the study, significant of the study, limitation of the study, methodology, research question, research hypothesis and definition of relevant terms using LASACO Assurance Plc as case study.

Chapter Two:   This chapter deals with the review of different writers and authors work on motivation. It will also entails the meaning of motivational technique for employee satisfaction, significance of understanding human needs, motivational strategies such as job enlargement, job rotation and ,you enrichment as well as path needed motivation concept.

Chapter three: This chapter deals with research design and sampling plan. Source of data collection, type, of questionnaire method to be adopted, coding procedures, analytical procedure, the sample intend to use in the research work will be LASACO Assurance Plc. Therefore, to company, the survey probability sampling method that this randomization principle we use property representation.

The source of data collection will be both primary and secondary source. The questionnaire will be distributed to the respondent, the questionnaire will comprises of close ended. Question and open-ended construction which will be five likert scale. The interview method will be carried out for the interview of obtaining certain information.

Chapter four: This chapter deals with the administration of data collection instrument, presentation of coding to the research questionnaire, the data analysis. The focus of this chapter is on Assessment of staff motivation as panacea for improved organizational productivity. This is to assess the relevance and application of motivational theories as well as it is proper mix to inspire workers to high performance and commitment in the organization under consideration.

Chapter five: the final chapter present summary of the entire thesis. Also findings and conclusion of the study are discussed based on the findings and recommendation are made with hope that ifadopted, it may improve productivity and commitment in a work setting such as the LASACO Assurance. Plc.


Employee: One who works for an employer i.e a person who works for a person or company in return for wages.

Employer: An employer is any one or company that employs people.

Job: A paid position of regular employment, get a part time job as a gardner, a particular piece of work, a task, as., responsibility duty or function, a thing that is completed.

Management: The control and making a decision in a business or similar organization.                                                                           .

Motivation: Most people said pay was their main motivation for working. To motivate i.e to cause to act in a particular way to be reason for an action.

Productivity: The rate or efficiency of work done in industrial production measured by comparing the amount produced with the time taken or the resources used to product it.

Organization: It is social entity where individuals interact in order to achieve specific goals by means of differentiated ­function and relationship that are intended to be rationally coordinated on a continuous basis.


Bankole, Akanji (2000), “Principles of Personnel Management”, Lagos: Fadec Publisher.

Cook, P & Jackson, N. (2005), “Motivation Matter, Chartered Management Institute”, New York: Macmillan Publishing Company Inc.

Mullins, L. J. (2007) “Management and Organization Development” London: Prentice Hall.

Oyedijo Ade (2008), “Organization Theory and Behaviour”, Lagos: Strategic International Press Ltd.


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How To Write Chapter Three Of Your Research Project (Research Methodology)

  • Methodology In Research Paper

    Chapter three of the research project or the research methodology is another significant part of the research project writing. In developing the chapter three of the research project, you state the purpose of research, research method you wish to adopt, the instruments to be used, where you will collect your data, types of data collection, and how you collected it.

    This chapter explains the different methods to be used in the research project. Here you mention the procedures and strategies you will employ in the study such as research design, study design in research, research area (area of the study), the population of the study, etc. You also tell the reader your research design methods, why you chose a particular method, method of analysis, how you planned to analyze your data.

    Your methodology should be written in a simple language such that other researchers can follow the method and arrive at the same conclusion or findings.

    You can choose a survey design when you want to survey a particular location or behavior by administering instruments such as structured questionnaires, interviews, or experimental; if you intend manipulating some variables.

    The purpose of chapter three (research methodology) is to give an experienced investigator enough information to replicate the study. Some supervisors do not understand this and require students to write what is in effect, a textbook.

    A research design is used to structure the research and to show how all of the major parts of the research project, including the sample, measures, and methods of assignment, work together to address the central research questions in the study. The chapter three should begin with a paragraph reiterating the purpose of research. It is very important that before choosing design methods try and ask yourself the following questions: Will I generate enough information that will help me to solve the research problem by adopting this method?

    Method vs Methodology

    I think the most appropriate in methods versus methodology is to think in terms of their inter-connectedness and relationship between both. You should not beging thinking so much about research methods without thinking of developing a research methodology.

    Metodologia or methodology is the consideration of your research objectives and the most effective method and approach to meet those objectives. That is to say that methodology in research paper is the first step in planning a research project work.

    Design Methodology: Methodological Approach

    Example of methodology in research paper, you are attempting to identify the influence of personality on a road accident, you may wish to look at different personality types, you may also look at accident records from the FRSC, you may also wish to look at the personality of drivers that are accident victims, once you adopt this method, you are already doing a survey, and that becomes your metodologia or methodology.

    Your methodology should aim to provide you with the information to allow you to come to some conclusions about the personalities that are susceptible to a road accident or those personality types that are likely to have a road accident.

    The following subjects may or may not be in the order required by a particular institution of higher education, but all of the subjects constitute a defensible in metodologia or methodology chapter.

    Click here to complete this article - How To Write Chapter Three Of Your Research Project (Research Methodology)


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